Salaries at CCM

At Columbia College of Missouri, salary expectations for faculty and staff are typically determined by factors such as role, academic rank, years of experience, and the specific field or department. Salaries often vary between academic and administrative positions, with additional considerations for seniority and specialized expertise. While the university does not publicly disclose detailed salary bands or specific compensation data for all roles, some general information can be inferred from industry standards and regional benchmarks for higher education institutions in Missouri. For precise figures, prospective employees are encouraged to consult directly with the university’s human resources department during the hiring process.

• Assistant Professor: Typical salary range is approximately $50,000–$60,000 USD per year, depending on the department and prior teaching experience. Entry-level roles may start at the lower end, with potential increases based on tenure track progression.
• Associate Professor: Average salary range is around $60,000–$75,000 USD annually. This role often requires several years of experience and a strong record of research or teaching, with possible bonuses for published work or grants.
• Full Professor: Salaries generally fall between $80,000–$100,000 USD per year. Seniority, leadership roles, and significant contributions to the university or field can influence higher compensation.
• Academic Dean: Compensation typically ranges from $90,000–$120,000 USD annually, reflecting the administrative and strategic responsibilities of the position.
• Administrative Staff (e.g., Admissions Counselor): Salaries often range from $35,000–$45,000 USD per year, with variations based on experience and specific job duties.

Salaries at Columbia College of Missouri appear to align with regional standards for small to mid-sized private colleges, though they may not always compete with larger research universities or institutions in high-cost areas. Progression in compensation is often tied to promotions, tenure, or additional responsibilities, such as leading programs or securing research funding. As a private institution, salary data is not subject to the same public disclosure requirements as state-funded universities, which limits transparency. However, the university likely benchmarks its compensation against similar institutions to remain competitive in attracting and retaining talent in the higher education sector.